By Mina Khani, OSR Training Coordinator

When we think of staff motivation, many things may come to to mind: more money, a bigger office, a promotion, or a better quality of life.

The truth is, no matter what we offer, true motivation must come from within. Regardless of how it is characterized, it is important to get the right balance in order to ensure that we have a motivated workforce.

As part of the management team in A.S.P., we do our best to motivate our employees, by:

  • Recognizing and rewarding employees who are achieving above and beyond.
  • Offering equal employment opportunities to all employees, based on qualifications and performance.
  • Providing a workplace free from discrimination or harassment.

Self-motivation is the force that drives you to do things. It drives you to work towards your goals, put effort into self-development, and achieve personal fulfillment.

For example, a man who goes to work every day just to pay the bills, keep his family off his back, and please his boss is not self- motivated, while a man who needs no external forces to make his way to work every day and finds fulfillment in what he does is self-motivated.

Some tips and skills for self- motivation:

  • Setting high but realistic goals (e.g., SMART goals). (Specific, Measured, Agreed, Realistic, Time-Based).
  • Seeking constant feedback to figure out how to improve.
  • Being committed to personal and/or organizational goals and going “the extra mile” to achieve them.
  • Actively seeking out opportunities and seizing them when they occur.
  • The ability to deal with setbacks and continue in pursuing your goals, despite obstacles (i.e., resilience).

“The Achievements of an Organization are the results of the combined effort of each Individual.– Vince Lombardi

By Neeru Panjwani, Human Resources

A.S.P. joined hands with Sensitivity Training Canada, a leading provider of sensitivity training that builds respect in the workplace.

Sensitivity Training Canada conducted a training session for all A.S.P. people managers in the OSR division at Toronto Pearson International Airport and all support functions at our head office, including Human Resources, Scheduling, Finance & Accounting and Operations.

Continuing our belief and practice of developing our employees, the training provided an excellent learning opportunity regarding the nuances of building healthy work relationships and achieving healthy resolutions to workplace conflict. The training provided critical information and strategies for building a psychologically safe work environment that supports the mental well-being of employees.

As we work with an ethnically diverse workforce, the session also enabled the managers with tips on cross-cultural sensitivity.

The managers were trained on business- critical skills of building a collaborative work environment and restoring normalcy after a workplace incident.

By Deborah Ciccotelli, Director, Strategic Initiatives

I have been filling in as interim HR Manager for the past month and it has been a great learning experience.

I have also had the pleasure of working with the wonderful Human Resources (HR) team at both the Corporate Office and the Airport.

It is important to recognize that HR is a critical Department within any organization. In addition to the many administrative functions it performs, HR is also there to support and assist managers, as well as serve our employees and ensure that their rights and needs are met.

HR is a complex department; responsibilities vary from recruitment and onboarding to benefits and compensation, to claim and complaint investigation to performance management and organizational effectiveness.

There have been many changes in HR with some recent departures and the arrival of our new HR Generalist, Neeru Panjwani (pictured on the left).

We also welcome HR Consultant Kelly Neri on board, who is assisting the head office team in streamlining workflows and processes between Operations, HR, Resource Planning and Accounting as well as refining our new HRIS system. We hope to be in a position to begin to roll-out some of these process changes within the next week or two.

We held two Sensitivity Training sessions on March 26 and 27th and are planning a Calzonetti Leadership and Coaching session for our Calgary management team on April 23 and 24th.

Over the past month, I have truly been impressed with the passion and dedication of the HR Team and their enthusiasm to participate in the development of new processes, which will significantly improve the effectiveness and efficiency of HR activities and well as communication and information-sharing across departments. This team has been actively involved in these new initiatives while continuing with their extremely heavy workload, during a period where we are not yet fully resourced.

I would like to personally thank Sarah Jessop, Neeru Panjwani, Sushana Lindo, Sean Gallagher, Susana Borosic and Petra Nash for their dedication and commitment to the organization and for their patience and support in assisting and educating me in HR processes and activities, which has made my interim role as HR Manager memorable.

By Paul Parkinson, Director, Finance

The Ontario government is making changes to its OHIP+ Children and Youth Pharmacare program.

The changes affect OHIP-insured children and youth who are 24 years of age and younger.

What’s changing?
Children and youth with drug coverage through a private health benefits plan will access prescribed medicines through their private plan, as they did prior to the launch of OHIP+. Those with significant out-of-pocket costs, despite having a private plan, may apply for additional financial support through the Trillium Drug Program.

What’s not changing?
Children and youth with no drug coverage through a private plan will remain eligible for OHIP+. They will continue to receive drug benefits without co-payments or deductibles.

If you have any questions, please review the Ontario government’s amendment at ugs/opdp_eo/notices/exec_office_20190227. pdf.

By Susana Borosic, Recruiter

Spring is a time for new beginnings. Many take this time to think about elements of their life they want to improve, remove, or introduce for a well-rounded, healthy, and happy life.

Whether you are looking to start a gym membership, change your diet, reconnect with friends, read more, or simply maintain a positive mood, you can do it, and every day can be the day you begin your journey.

There are many things you can do to get started, but at the very basic, most fundamental stage, begin by maintaining calm and balance in your state of mind.

Life is full of stressful scenarios that are bound to happen. Our generation and our culture evolve around insurance for the “what-ifs” of the future. Beyond the monthly payment you make on your car, life, and mortgage, let it go. Don’t let the anxiety- inducing scenarios of what might happen, ruin your present state of mind.

When in temporary stressful situations during traffic or long drive-through lines at Tim Hortons, take a second before you get angry or react to those around you. When driving and someone is driving aggressively around you, change lanes and forget about it. The moment you let yourself feel anger, you allow situations to have power over you. If you’re in a long line-up and you’re in a rush, take a moment to think about yourself and your day before reacting. Remember that you could own your day by waking up early, making breakfast at home, or think about downloading the Tim Horton’s app for quicker pick-up to avoid lines in the future.

Stay centred before reacting. Only you have control over your thinking and emotions. You deserve to have a good day and it’s up to you!

Dy Paul Parkinson, Director, Finance

Do you have a discrepancy on your paystub?

To help us streamline and resolve your concerns quickly, we ask that you provide a clear response to what may be the problem, and to follow these steps before reacting:

  • Review your paystub closely.
  • Employees will often claim that they weren’t paid Holiday Pay from a statutory vacation. This is usually the first line on the paystub labelled “Holiday Pay.”
  • Change in a pay rate will result in more than one line on the paystub, reflecting the hours to be paid at the specified rate.
  • Feel you have missing hours? Check your employee portal and compare the number of worked hours vs. the total hours on the paystub. If there is a difference, please bring the difference up with your immediate supervisor by completing a payroll discrepancy form.

As good practice, be sure to check your employee portal often and bring to your Supervisor’s attention any differences right away so no adjustment is required after payroll is complete.

We process over 1,000 paycheques per pay! By reviewing the paystub closely and checking the employee portal often, together we can reduce the number of issues and ensure a quicker response to concerns that do come up.

By Darren Scott, Resource Coordinator

It is critical that all employees of A.S.P. punch in and out for each shift. Failure to do so may affect your pay.

Punching in and out is simple using the InTime Scheduling App. Review the instructions below and if you encounter any difficulties, please contact your Supervisor or the Resource Planning Department.

  1. Download the InTime Scheduling App. The app is free and available on the App and Play Store.
  2. Open App and Login using the following Employee Credentials:  
  • Company: ASPINC
  • Username: your email address
  • Password: provided by the Resource Planning Department
  • Server: intime3
  1. Punch in at the beginning and end of your shift within the area specified on the app.

The InTime App has many other features:

  • View assignments and schedules
  • Submit leave requests
  • Sign up for additional shifts
  • Receive notifications of schedule changes

By Garinder Grewal, Service Delivery Manager (Aviation).

Every year, many employees suffer injury as a result of a slip or trip at work.

Over the last 10 years, the number of slip- related accidents has been increasing. It is important to remember that safety is everyone’s responsibility.

YOU can reduce the risk of slipping or falling by:

  • Wearing appropriate foot wear.
  • Immediately calling IOCC Non-Emergency for all spills.
  • Call Snow Removal Desk if snow/ice builds up at airside post.
  • Taking your time and paying attention to where you are going.
  • Walking with the feet pointed slightly outward.
  • Ensuring that things you are carrying or pushing do not prevent you from seeing.

A positive attitude towards health and safety can prevent most slips and trips. A ‘see it, sort it’ attitude is always best. The opposite of this is an attitude whereby people leave things they see. Just because one person sees something and is able to avoid an accident, doesn’t mean that everyone else will be able to do the same.

By taking simple precautions, the risk of personal injury from a slip, trip or fall at work can be greatly reduced.

By Jim Catney, Vice-President, Aviation and Transportation.

Teamwork…it plays a critical role in building and sustaining successful businesses and work environments.

Our team continues to grow and it is important that we continue to welcome new team members and assist them in adapting to their new company and with being successful in their new role.

“Great things in business are never done by one person; they’re done by a team of people.” – Steve Jobs

Our team collaboration and growth over the last several months has resulted in many new employees in Ontario and Alberta. It is exciting to see the newly created teams continue to develop and reflect our A.S.P. values and culture.

The entire A.S.P. team is responsible for our recent successes and we should all be proud. For us to continue to grow, we have to make sure that we continue to work together effectively and support each other in our various roles within the organization.

“Our destiny is not written for us, it’s written by us” — Barack Obama

How can we improve teamwork at your work location? How can you assist? Do you have any recommendations for team building activities that we can consider to implement?

I am interested in hearing back from our employees; email me your ideas/comments on “Teamwork” at

A.S.P. would like to welcome Tom Lawson to the A.S.P. Family. Tom will be joining A.S.P. as our Strategic Advisor.

General Thomas James Lawson CD2, CMM, MEng, MPA, ICD is a retired Royal Canadian Air Force general. Lawson was Chief of the Defence Staff (CDS) of the Canadian Armed Forces from October 2012 to July 2015. He previously served as Deputy Commander of the North American Aerospace Defence Command.

As a member of perhaps our nation’s only four- generation Royal Canadian Air Force family, General Lawson looks back on his 40-year military career with deep appreciation. It allowed him to recognize the critical importance of developing leadership qualities within organizations. He especially credits his time as CDS in command of the Canadian Armed Forces as a key opportunity to broaden and hone his strategic visioning skills.